Employee Socialization and Orientation

Organizational Socialization How employees adjust to a new organization What is at stake: Employee satisfaction, commitment, and performance Work group satisfaction and performance Start-up costs for new employee Likelihood of retention Replacement costs

Two Approaches to Socialization Realistic Job Preview (RJP) Employee Orientation

Organizational Socialization Defined “The process by which an individual acquires the social knowledge and skills necessary to assume an organizational role.”

Organizational Role A set of behaviors expected of individuals who hold a given position in a group.

Dimensions of Organizational Roles Inclusionary – social dimension (e.g., outsider, probationary, permanent status) Functional – task dimension (e.g., sales, engineering, administrative) Hierarchical – rank dimension (e.g., line employee, supervisor, management, officer)

Role Situations Role – a set of behaviors expected of individuals holding a given position in a group Role overload – more than can be reasonably expected from an individual Role conflict – unclear expectations from others Role ambiguity – role itself is unclear Common in newly created positions

Issues Relevant to Socialization Role communication – how well the role is communicated to the individual and the group Role orientation – how innovative an individual is in interpreting an organizational role Custodial Status quo Innovative Redefining role

Group Norms Unwritten rules of conduct established by group members Types: Pivotal – essential to group membership Relevant – desirable, but not essential Peripheral – unimportant behaviors

Expectations A belief or likelihood that something will occur

Socialization Categories Preliminary learning Learning about the organization Learning to function in the work group Learning to perform the job Personal learning

Feldman’s Stage Model of Socialization Three stages: Anticipatory socialization Encounter Change and Acquisition

Feldman’s Model of Organizational Socialization

Anticipatory Socialization Setting of realistic expectations Determining a match with newcomer

Encounter Formal commitment made to join the organization “Breaking in” (initiation into the job) Establishing relationships Roles clarified

Change and Acquisition New employee accepts group norms and values Employee masters tasks Employee resolves any role conflicts and overloads

Formal versus Informal Formal – outside the daily work environment Informal – part of the regular work environment

Individual versus Collective Are newcomers part of a new group, or are they treated individually? Group camaraderie formed, versus feeling of isolation Generally, Collective is less expensive

Sequential versus Nonsequential Sequential – individual progresses through a series of established stages to achieve a position e.g., mail clerk, mailroom supervisor, information manager Nonsequential – individual achieves position immediately e.g., six-month training program to become a bank branch manager

Fixed versus Variable Fixed – employee knows when transition period will end Variable – length of transition period varies from individual to individual

Tournament versus Contest Tournament – as time passes, candidates are sorted according to potential, ambition, background, etc., and then assigned to various tracks Contest – all individuals pass through all stages according to observed abilities and interests

Serial versus Disjunctive Serial – using senior employees to provide a mentoring approach Tends to perpetuate the status quo Disjunctive – uses outsiders to provide mentoring Encourages innovation

Investiture versus Divestiture Investiture – preserves newcomer’s identity, such as in recruiting upper management Divestiture – suppressing certain characteristics (e.g., basic military training)

Insider Advantages Accurate expectations Knowledge base Relationships with other insiders

What Do Newcomers Need? Clear information on: Expectations Norms Roles Values Assistance in developing needed KSAOs Accurate help in interpreting events

Effects of Realistic Job Preview

The Realistic Job Preview Vaccination Against Unrealistically High Expectations Self-Selection Does it meet individual and job needs? Coping Effect Develops coping strategies Personal Commitment Based on personal choice

When to Use Realistic Job Previews (RJPs) When candidates can be selective about jobs When there are more applicants than jobs When recruits lack necessary information When replacement costs are high

Issues in RJP Content Descriptive or Judgmental Content Facts or feelings? Extensive or Intensive Content All information stressed, or pertinent only? Degree of Content Negativity Positive or negative approach? Message Source Actors or company members?

Employee Orientation Programs Reduce newcomer stress Reduce start-up costs Reduce turnover Expedite proficiency Assist in newcomer assimilation Enhance adjustment to work group and norms Encourage positive attitude

Orientation Program Content Information about company as a whole Job-specific information

Company Information Overview of company Key policies and procedures Mission statement Company goals and strategy Compensation, benefits, safety Employee relations Company facilities

Job-Specific Information Department functions Job duties and responsibilities Polices, rules, and procedures Tour of department Introduction to departmental employees Introduction to work group

Orientation Roles Supervisor Information source Guide for new employees Coworkers Socialize into organization Help learn norms of the work group and organization

Orientation and the HRD Staff HRD staff designs and implements new employee orientation program HRD schedules participation by various level of management HRD staff evaluates orientation program and implements needed changes

Common Problems in Employee Orientation Too much paperwork Information overload Information irrelevance Scare tactics Too much “selling” of the organization

Common Problems in Employee Orientation – 2 Too much one-way communication One-shot mentality No evaluation of program Lack of follow-up

Designing and Implementing an Orientation Program Set objectives Research orientation as a concept Interview recent new hires Survey other company practices Review existing practices Select content and delivery method Pilot and revise materials

Designing and Implementing an Orientation Program – 2 Produce and package the printed and audiovisual materials Train supervisors and install program Evaluate program effectiveness Improve and update program

Summary New employees face many challenges Realistic job previews and employee orientation programs can: Reduce stress Reduce turnover Improve productivity